By: Atty. Antonio Miguel T. Palpal-latoc

April 24, 2026

On 24 May 2024, Republic Act No. 11996, or the Eddie Garcia Law, was signed by the President of the Philippines and later took effect on 13 June 2024. At its core, the measure seeks to strengthen protections for workers in the film and television industry by setting clearer standards on safety, working conditions, compensation, and even intellectual property rights.

From a legal perspective, the law did not emerge in a vacuum. The Philippine entertainment industry has long operated under informal and project-based arrangements, where labor protections were often inconsistent or loosely enforced. For years, practices such as extended working hours, verbal agreements, and minimal safety precautions were treated as normal rather than exceptions. General labor laws technically applied, but they were not always suited to how film and TV work actually happens.

This changed—at least more visibly—after the death of Eddie Garcia in 2019. His passing, which resulted from an on-set accident, became a turning point that exposed deeper issues in the industry. It led to public discussion and, eventually, legislative action. In that sense, the law reflects a familiar pattern: reforms often come only after something serious happens.

What the Eddie Garcia Law tries to do is bridge the gap between existing labor standards and the realities of film and TV production. Unlike traditional employment, work in this field is project-based, with changing roles and unpredictable schedules. Because of this, relying only on general labor laws was not enough.

One of the most important changes is the requirement of written contracts before any engagement begins. From a legal standpoint, this is a practical safeguard. It makes expectations clearer, from pay to working hours to responsibilities, and helps avoid disputes that usually come from unclear or verbal agreements.

The law also sets limits on working hours. As a general rule, work should not exceed eight hours a day, although it may be extended up to a maximum of fourteen hours, exclusive of meal periods. In no case should the total number of working hours go beyond sixty hours in a week. These limits apply to all workers, except minors, whose working hours are governed by Republic Act No. 7610, as amended. In some cases, such as when special effects makeup like prosthetics is required, part of the preparation time may also be considered compensable.

What makes the law more practical, however, is how it defines “working time.” It does not just refer to the actual filming. It also includes waiting time when the worker is required to stay on set, as well as rehearsals, makeup, wardrobe, and other preparatory activities. Work done during pre-production, production, and post-production is likewise covered. Even travel to and from out-of-town shoots may be counted when the worker cannot use that time for personal purposes. Altogether, this reflects how work is actually done in the industry and helps ensure that workers are properly compensated for their time.

Another interesting feature is the recognition of intellectual property rights. Workers may receive additional compensation if their performances are reused or shown again. This makes sense, especially in an industry where content can be replayed many times. At the same time, the law still allows these rights to be transferred through contracts, which shows an attempt to balance worker protection with freedom to negotiate.

Looking at it as a whole, the Eddie Garcia Law feels both corrective and preventive. It addresses practices that had been going on for years but were simply tolerated, while also trying to set clearer standards moving forward. From a lawyer’s point of view, the ideas behind it are not entirely new. Many of them already exist in labor and intellectual property law. What makes it different is how these principles are finally being applied to an industry where they were often ignored or inconsistently followed.

At the end of the day, the real issue is not just having the law, but making sure it actually works in practice. Enforcement will always be the challenge. Still, the law is a step in the right direction. It pushes the industry to be more accountable and reminds everyone involved that safe and fair working conditions should not be optional.

You can read the full text of Republic Act No. 11996 on the Official Gazette website: www.officialgazette.gov.ph/2024/05/24/republic-act-no-11996.

This article is only for informational and educational purposes, and it is not intended as a legal advice or opinion. For assistance and legal queries, please contact info@palpallatoclawoffice.com

Palpal-latoc Law Office, 3F Mihdi Building, #5 Carnival Park Drive BF Resort Village, Las Piñas City 1747 Metro Manila Philippines

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